EFFECTIVE HUMAN RESOURCES MANAGEMENT – A KEY TO EFFICIENT WORK PERFORMANCE IN ORGANIZATIONS A STUDY OF THE OFFICE OF THE HEAD OF SERVICE ENUGU

ABSTRACT

Every organization is endowed with material resources, financial, natural and human resources (labour), but the most important is the human resources. The reason is because human resources uses or converts others to their usable stage for the organizations activities. The term, human resources management is replacing personnel management and implying that personnel managers should

not merely handle recruitment, pay, and discharging, but should maximize the use of an organization’s human resources. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of

its employees. The paramount principle is a simple recognition that human resources are the most important assets of an organization; a business cannot be successful without effectively managing this resource. Therefore, this study seeks to undertake an evaluation of effective human resources management – a key to efficient work performance in organizations. A study of the Office of the Head of Service and Sharon Paints and Chemical Company Nig. Ltd. Enugu. A sample size of 200 respondents all randomly selected from both organizations was used

in this study. Both primary and secondary data were collected and analyzed using

the chi-square test. The researcher, based on the data collected and analyzed, found out that human resources have not been effectively managed in other to work efficiently for organizations success especially in the public service. Human resource management should be concerned with the development of both individuals and the organization in which they operate. Organizations are advised to ensure that their human resources are effectively managed knowing that when they are effectively managed, they provide significant economic benefit to the company in all areas.

CHAPTER ONE

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

An organization is set up with the purpose of achieving certain objectives. Objectives can only be achieved when the resources is put to the best use. This calls for efficient management. The function of management is to coordinate the various factors in such a manner that they can contribute their maximum to the realization of common aims. In the past, management was concerned mainly with the full and proper utilization of the physical factors of production like raw materials and machine. Little, if any, attention was ever paid to the human factor on which the utilization of the physical factor depended. Materials may be purchased at the most competitive rates, machines may be worked at their maximum speed but output can be maximized only when the workers work willingly. If we go a step further and somehow motivate the workers, the output can be raised still higher with the same type of machines. (Otokiti S.2002:219)

Management means the utilization of not only the physical factors, but what is still more important, of the people who are working on these factors. The importance of the human factor is being increasingly recognized by those responsible for the management of different organizations. Drucker 1974:5

similarly observes that some authorities on management go even to the extent of saying that “good management means getting effective results with people.” This is due to the significant change of direction in the management of people in organizations.

1.2    STATEMENT OF PROBLEM

It has been stated that the most important and complex resource in the organization is people working there. The human factor (labour) as a factor of production is different from other factors, like material, land, machinery and money inasmuch as it has a will of its own. The importance of the human factor

in the efficient and successful work performance in organizations cannot be over- emphasized, but the problem lies on the fact that organizations worldwide have not been able to manage human resources effectively to achieve its set objectives through efficient work performance.

Human Resource Management in Nigeria is a very poor one especially in the public service which is noted for lack of luster performance. Many firms have wound up, corporations have sank into oblivion of some billions of naira and are not able to produce 10 percent of the initial subvention .Many others are in disarray Nnadozie U. O. (2004). All these are as a result of the failure on the part of the employers of labour to appreciate the human nature and its complexities

and understand that human resources control other resources. In other to actualize the goals of public and private organizations effectively and efficiently, human resource are considered very necessary and essential element in any

organizational mix. This is because people make things happen in organizations inspite of the technological innovations.

Therefore the research focuses on the importance of human resources in organizations particularly in the public service. It is observed that human resources productivity is aggravated by pseudo human resources management

activities. For instance, recruitment procedure in the public service is manipulated to favour management/ owners they employ people who are their acquaintances even when they lack the required skills. Such action hinders effective work performance and often causes redundant labour forces.

People alone of all resources can grow and develop. Only a directed focused, united effort of free human beings can produce a real whole and that is why training and development programme is needed for improving quality of labour and for technological advancement. (Edgar S.1987:7) Most organizations neglect this even when enforced, trained aids are often obsolete and designed, more as a theory than practice necessary for skilled manpower. (Otokiti

2000:220)

The study recognizes the role of staff appraisal which is to draw attention to present performance in the job in order to reward people fairly and to identify those with potential for promotion or transfer; but the order of the day is that staff appraisal is spurious and often adulterated by office politics/favoritism. Hence those who do not perform effectively/efficiently are rewarded to the detriment of the highly productive employee. Thus, the performance of the latter declines

when discouraged

Workers are paid meager salary and sometimes are owned arrears of salary;

they seldom receive pay for extra working hours. There are no adequate incentives (financial and non-financial) to spur employees to greater productivity

Workers are not allowed to use their personal discretion and also they are not allowed to participate in decision making.

The poor working condition is another factor that affects work performance together with the inadequate supply of working materials as and when due to ensure timely performance of duties. Summarily these problems are itemized below:

   Inadequate training and development of workers (Otokiti 2000:230)

   Inadequate motivation and compensation of workers

   Poor working condition and provision of working materials

     Use of office politics/favoritisms in the recruitment, appraisal and other related functions of human resource. Ahmed Al-(2007).

     Treatment of employees as cost to be minimized and not as human beings.

1.3     RESEARCH QUESTIONS

This research study seeks to answer the following questions:

1.  Why is Human resource management emerging increasingly as an important determinant of organizational effectiveness?

2.  Have the management of the organizations adopted the human resource policy.

3.  Are the employees adequately compensated and motivated so as to obtain efficient work performance.

4.  Does the HRM functions of the organizations comply with the stipulated guidelines in the civil service

5.  Does training and development improve employee performance

1.4     OBJECTIVES OF THE STUDY

The general objective of this study is to examine the efficient use of the human resource management principle in organizations. The focus is on public and private organizations using the Office of the Head of Service Enugu and Sharon

Paints and Chemical Industries as the case study. The objectives among other things will include:

1.  To determine why human resource is emerging as an increasingly important determinant of organizational effectiveness

2.  To determine whether the office of the Head of Service and Sharon Paints and Chemical Company has adopted the human resource policy.

3.  To find out if the employees of the two organizations are adequately compensated and motivated so as to obtain efficient work performance.

4.  To examine whether the human resource management functions in the office of the head of service and Sharon Paints comply with the stipulate guidelines in the public service

5.  To determine the role of training and development in improving employee performance.

1.5     RESEARCH HYPOTHESIS

1.  HO: Human Resource Management is not an important determinant of organizational effectiveness.

HI: Human Resource Management is an important determinant of organizational effectiveness

2.  HO: Office of the Head of Service and Sharon Paints has not adopted

Human Resource Management policy and terms.

HI: Office of the Head of Service and Sharon Paints has adopted the

HRM policy and terms

3.  HO: Employees are not adequately motivated and compensated

HI: Employees are adequately motivated and compensated.

4.  HO: HRM personnel in the Office of the Head of Service and Sharon

Paints do not carry out the functions stipulated in HRM theories.

HI: HRM personnel in the Office of the Head of Service and Sharon

Paints carry out the functions in the HRM theories.

5.  HO: Training and Development does not upgrade employee competence

HI: Training and Development upgrades employee competence.

1.6. SIGNIFICANCE OF THE STUDY

Through this study, the organizations together with other public and private organizations will understand and appreciate more what HRM is all about. The study will determine whether there is a direct relationship between HRM and efficient work performance.

The findings in this study will enable the management of organizations to understand the difference between HRM and PM and why HRM is becoming increasingly important. It will provide necessary and reasonably accurate and acceptable information base about the impact of effective HRM to actual work performance.

The study will serve as a body of reserved knowledge to be referred to by future and present researcher and contribute to the enhancement of the literature on human resource management in organizations and finally it will be a challenge to the management of various organizations and stakeholders in their role of HRM.

17. LIMITATIONS OF THE STUDY

The research was limited to the topic (Effective management as a key to efficient work performance in organizations). Because of complexities of organizations, the researcher represented other organizations- public and private organizations with Office of the Head of Service and Sharon Paints and Chemical Company respectively. All research work was concentrated on both of them.

1.8.    BACKGROUND OF THE OFFICE OF THE HEAD OF SERVICE ENUGU

According to Amb. Ahmed Al- Gazali in a worksop titled “the role of the civil service in national development” the history of the Public Service in Nigeria dates back into its colonial period, and what became a major attempt in establishing a central Public Service, emanated from the acceptance of the Nigerianization Report of 1st January, 1949. Later, a caretaker Central Public Service Commission

was instituted on 3rd May, 1952 under the provision of Section 169 of the Nigeria

Order-in-council (constitution) of 1951. The Federal Public Service Commission was established on 1st April, 1954 through a provision under Section 174 of the Nigeria Order-in-Council (constitution) of 1954.

The structure of the Nigeria Public Service during the colonial era, was that of a central Agency responsible for managing various governments functions delineated into departments i.e. Public Works, Treasury, Trade etc. the major purpose of governance then was the collection of revenue through tax, provision of security and limited social services. These were provided timely and efficiently delivered. However, with the attainment of Political independence in 1960 and

the eventual transition into a Republic in 1963, these departments transformed into ministries and extra-ministerial establishment with greater responsibilities. This was the position till 1967 when the Nigerian civil war commenced.

With the end of the Civil War in 1970, there emerged the period of the oil boom, which gave Nigeria wealth through multiple foreign exchange earnings, on sales of crude oil. Nigeria was also confronted with the problem of rehabilitating its war devastated economy. In an attempt to do this, the policy of reconstruction, rehabilitation, and reconciliation was introduced. This meant as follows;

   Increase in government responsibilities,

     Increase involvement of government in the provision of social and economic services,

      Diversification, expansion and erection of new infrastructures, such as roads, schools, hospitals, industries and housing etc.

     General transformation of the economy into predominantly Public Sector one.

This resulted in the expansion of government Ministries and the creation of so many extra-ministerial establishments, some of whom became Parastatals. These Parastatals were largely the creation of the military and they often were made through Decrees that granted them the enormous autonomy in the management of their day to day functions

Consequently, by 1999 when the last Military regime left office, the Federal

Public Service consisted of about 26 Ministries and over 400 Extra-Ministerial

Departments/Parastatals. They were divided into two categories namely, the Civil Service with a workforce of about 273,392, while the extra-ministerial departments/parastatals had a workforce of about 1.2 million. The Public Service then had a total workforce of about 1,433,392 public servants, serving in a growing population of about 120million people up till the year 2003, when its recent reform commenced. Only 26% of this workforce was Civil Servants under the control of the Federal Civil Service Commission. However with the increase in the population in the population to about 140 million in the year2006, the workforce had increased subsequently.

The office of the head of service was established in October 1979 as provided for in the constitution to take care of the welfare of civil servants in the state, together with providing leadership and direction to the civil servants through training and improvement in the conditions of service. It also concerns itself with welfare schemes that help to maintain the morale of the civil servants. Courses were run for the confidential secretary, stores men and clerical assistants at the newly established SDC temporarily housed at Nkpokiti road Enugu.

1.9     BACKGROUND OF SHARON PAINTS AND CHEMICAL COMPANY NIGERIA LTD

Sharon Paints and Chemical Company of Nigeria Ltd was established in 1984, incorporated and registered with the corporate affairs commission in Abuja and commenced the same year.

The company started business within the interior village of Umuoka-Udi with a staff of five (5) and as a small scale industry.

With virtually little or no working capital, the company manually processed and produced paints for the Nigerian Market. The company which had little success because of material crunch witnessed at the same time miraculously grew. Thanks to the Almighty God whose hand was upon the amiable and hardworking Managing Director Mr Osita Nduka and the Executive Director at that time. Barr. Josiah Rapuluchukwu Nduka

It was the foresight of these gentlemen and their business experience that piloted the putting together of the crop of management team that exist now.

The intellectual prowess of the team and their ability to manage the lean resources available to them saw the re-engineering, restructuring of production processes

and repositioning of the company which brought about a timely turn around leading to the building of an ultra-modern paint factory in the year 2002 at 9th

Mile corner Ngwo, which serves as its headquarters, with several depots in many parts of the country. Currently the company’s staff strength is 250.

1.10.   DEFINITION OF TERMS

MANAGEMENT-     Management means man with exceptional ability to achieve outstanding result through controlling men who perform tasks for due compensation to satisfy their individual objectives. Nnadi (2010:17)

HUMAN RESOURCE MANAGEMENT (HRM) is that part of the management process that specializes in the management of people in work organizations. (Drucker 1974:11)

PERSONNEL MANAGEMENT (PM): The expression personnel management refers primarily to the activities of specialized staff responsible for implementing the key objectives of an organization in respect of its use of people (employees). (Cole G: 2002:1)

HUMAN RESOURCES (HR) of a business or any organization are its employees. (Human resources http://en.wikipedia.org/wiki/Human_resources) EFFECTIVENESS – This means to find the right things to do (Nnadi

2010:39)

EFFICIENCY – This is the fitness or power to accomplish or success in accomplishing the purpose intended. (Nnadi 2010:39)

DEPARTMENT – A department is the largest government organizational unit responsible for specified functions assigned to it by the Head of Government. (Civil Service Manual Handbook: 27)

EMPLOYEE – An employee is a staff or person working in an organization. In this research work, an employee is the human resource of an organization MINISTRY – A Ministry is a Government department with a political Head (the Minister and Commissioner) and a Permanent Secretary in charge. (Civil Service Manual Handbook: 29)

REFRENCES

Otokiti S.O. (2000) Theoritcal Concepts and Scope of Management. Vantage

Publication Company, Lagos.

Drucker P. F (1974) Management: Tasks, Responsibilities, Practices. MPG Books Ltd, Bodmin Cornwal

Nnadozie U. O. (2004) The State, Civil Service and Underdevelopment in

Nigeria. (An Analysis of Policy –making process in a Neo-Colonial society) Edgar S. (1987) The Art of managing Human Resource. Sloan management review

Amb. Ahmed Al-Gazali, oon (2007) The Role of Civil Service in National Development

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